How we put our Shortlists together
These are the questions we often get asked:-
* How do you do your searches?
* Do you always do a database file search first?
* Do you put all your jobs on the web?
* Why do some jobs appear on IND~EX? (the Thursday email communication to all execs.)
* Who does IND~EX go to?
* Why are some of the jobs on IND~EX low priced ones?
* How should I write my CV to give me the best chance of getting onto a shortlist?
* Should I keep calling you?
* Should I come to see you?
* How often should I send an updated CV?
* What are the things I ought to do to improve my chances of getting an assignment?
* What do clients really look for?
* Does it help if I have worked on assignment with you before?
* How quickly should I expect you to respond to my email (and it is emails we ask for – not telephone calls please!)
Here are some answers:-
* How do you do your searches?
The RGMS Principal handling the assignment searches on our executive database. Firstly, we identify those execs in the right professional discipline and industry sector categories. Sometimes, we need to take a broader view on industry sector. Frequently we also search on trigger words which might be names of companies, places or key words identified in the briefing by our client. This will give us a 'longlist' of around 15 names. We then contact execs either by phone or email. This will yield, say, 7 or 8 who are available and interested. We will then select a handful for a face-to face meeting to get down to the shortlist of 2 to 4 candidates that we submit to the client.
* Do you always do a database file search first?
Yes, but sometimes at the same time as other activities.
* Do you put all your jobs on the web?
Not all of them. They should come off as soon as they are filled. Sorry, if, occasionally, one doesn’t!
* Why do some jobs appear on IND~EX? (the Thursday email communication to all execs.)
When we get stuck. When the search is a difficult one. When we need to move very quickly. When we think IND~EX might help.
Sometimes, we take the view that an exec in someone’s own network might fit. We are NOT an internet operator but we do see our website as a very important and effective tool and communication mechanism which we know will increase in importance.
* Who does IND~EX go to?
All Interims registered with us. Also, to third parties who have a resourcing capability such as Professional Associations, Career Management Advisors, RGMS alumni (former Interims now doing something else) and also some selected Clients who have elected to put their own names on the IND~Ex list to see what is happening. We also use selected Job Boards when we deem it necessary.
* Why are some of the jobs on IND~EX low priced ones?
Only when established Clients ask us to have a go at a job. Both the client and ourselves know that the job is below our normal operating level but we also both know that people like you have their own networks and we are very grateful for all introductions made. We succeed with more lower priced jobs than you might suppose but are, nevertheless, very nervous about how our work here might create a distorted market perception of where our core focus is. Probably about 60% of our successful assignments fall in the £50k to £80k equivalent salary range with about 15% less and about 25% above.
* How should I write my CV to give me the best chance of getting onto a shortlist?
See our CV guidelines on our website. Focus/specialisation, brevity, sticking to the facts, no or limited hyperbole, lots of trigger words, two A4 sheets, maybe three – these are the key elements. Be sure to include all your contact details including your mobile phone number.
* Should I keep calling you?
Yes, but please remember, we can only come up with something for you if we are actually working on an assignment that matches your profile but do keep us updated by e-mail of you current status and ensure that we always have your latest CV on our database, which you can update via the website. If you are right for any of the jobs on our Selected Assignments page contact us without delay – we normally submit shortlists in 3 to 5 working days of being briefed on an assignment
* Should I come to see you?
Our practice is to meet when we’ve got something specific to talk about – usually an assignment. Otherwise, we try hard to keep in touch and be useful through pieces like this, Twilight Workshops, The Associates’ Programme, the Thursday IND~EX, etc
* How often should I send an updated CV?
When something new/different has happened and at least quarterly – via the website.
* What are the things I ought to do to improve my chances of getting an assignment?
Crikey – how do you answer a question like this? (Market yourself energetically selling a quality message – See The SSB Model Statement. SSB stands for Serious Small Business!). Do not try to be 'all things to all men' – a client is looking for specific skills and experience – so, as much as it goes against the grain, you need to 'pigeon hole' yourself – this will increase the chances of your being selected for the assignment that is right for you.
* What do clients really look for?
Focused relevance to the brief. It helps if they know you. It helps even more if they like you. Evidence of success/achievement. Being good. Looking good. Too big a subject for this short piece, but in essence, someone who has the personal qualities and the track record that gives them confidence that issues will be dealt with effectively and deliverables achieved in the agreed timescale.
* Does it help if I have worked on assignment with you before?
Yes, of course it does, but we still have to do a search and respond to our client’s brief as closely as we can.
* How quickly should I expect you to respond to my email (and it is emails we ask for when responding us – not telephone calls please!)
We will respond as quickly as we can but would appreciate some patience! As you know, clients have their own individual ways of responding to us but we will get back to you just as soon as we can. It is our firm policy to respond in all cases and with as much information as we are able to get. If we don’t – our apologies. Sometimes, someone does get overlooked.
Finally...
To summarise. We search our database. We search some other databases. We use selected Job Boards. We publish on IND~EX and on our website. We get and keep in touch with you through IND~EX, through emails and by 'phone.